Workers have access to endless resources on how to manage and reduce burnout, such as going to therapy, taking breaks throughout the day, or setting boundaries. However, with employee stress reaching an all-time high, it’s time to shift the focus of the burnout conversation.

Instead of just treating burnout symptoms, companies should prioritize burnout prevention by redesigning workplace systems.

It’s important to recognize that burnout is not an individual problem. It's often a reflection of the company's culture and its impact on employee well-being.

According to APA’s 2023 Work in America Survey, 57 percent of workers who experience work-related stress say it is sometimes associated with workplace burnout, such as emotional exhaustion and not feeling motivated to do their best.

So what exactly is causing employee disengagement and burnout? How can company leaders build systems to prevent burnout and create a healthier workplace? Let’s discuss.

Why employee burnout is often a culture issue

Employee burnout is a state of emotional, physical, or mental exhaustion caused by prolonged stress. When companies fail to address this, they’re creating cultures that ignore employee well-being.

According to the APA, only 35 percent of workers reported that their employer has a culture where breaks are encouraged and 29 percent reported that their employer has a culture where managers encourage employees to take care of their mental health.

While burnout can be influenced by various factors, including personal life circumstances, the work environment plays a significant role. Here's why:

• High workloads, unrealistic deadlines, and unclear expectations can cause employees to feel overwhelmed and unable to meet demands.
• A lack of support from managers and colleagues can lead to employee isolation.
• Companies that promote a culture of constant work without adequate time for rest and personal life ignore the importance of taking time to recharge and prioritizing mental health.
• Employees who are not aligned with the company's values and mission may struggle to find meaning in their work, leading to disengagement.
• Poor leadership can create a toxic work environment, fostering a culture of fear or micromanagement and failing to address issues that contribute to burnout.

It’s the leaders’ responsibility to create systems, provide benefits, and implement policies that prevent burnout and build a culture where employees bring their best selves to work.

Action steps for company leaders to prevent burnout

To foster a sustainable work culture, leaders must take a holistic approach, rather than relying on isolated initiatives or short-term solutions. This means employees feel supported throughout their tenure versus receiving a one-time bonus to address immediate burnout concerns without addressing the underlying causes.

To create a culture that supports employee well-being, company leaders can take the following actions:

• Set clear expectations: Clearly communicate roles, responsibilities, and expectations to employees to reduce ambiguity and prevent them from feeling overwhelmed.
• Encourage open communication: Create a safe space for employees to share their concerns and ideas, whether that’s through one-on-ones with managers, company-wide meetings, focus groups, or anonymous surveys. Encourage feedback and address issues promptly to prevent them from escalating.
• Provide support and resources: Offer access to mental health resources, such as counseling services or employee assistance programs. Train managers to recognize signs of burnout and provide support to employees.
• Promote flexible work: Encourage employees to take breaks and use their vacation time by implementing mandatory PTO. Consider offering flexible work arrangements and remote work options if employees are currently in the office full-time.
• Invest in professional development: Provide opportunities for employees to grow and develop their skills. Investing in employee development shows that you value their contributions and are committed to their success.
• Create a culture of appreciation and recognition. Celebrate achievements and milestones to boost morale and create a sense of belonging.
• Lead by example: Company leaders should model healthy behaviors, such as taking breaks, prioritizing self-care, and setting communication boundaries during non-working hours.

When building a culture of well-being, leaders can turn to employees if they’re unsure of the next steps. Have honest conversations about their workload, stress, and expectations of the company and leadership. Ask what support would be helpful to them and what’s missing in the culture. When workers feel valued, they’re more comfortable advocating for what they need.

Learn more about building a high-performing culture

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